Social Responsibility and Human Resource Management

This week discusses the some of the challenges face by human resource management in responding to changes in society as well as issues related to ethics and social responsibility.  Near-constant changes in workforce composition, skills, worker expectations and work-life relationships require well-conceived and effectively implemented HR practices and systems that must be continuously reviewed from a strategic point of view.  Pressure from a variety of external constituents and/or the desire to “do the right thing” greatly influence decisions related to ethics and social responsibility and are influenced and affected by human resource management.


To prepare for this Discussion, pay particular attention to the following Learning Resources:

· Social Responsibility, the SDGs and Human Resources –

· Key Takeaway from Corporate Social Responsibilities –


Assignment: –


Respond to two or more colleagues, “See listed below” in the following way:

· Propose two suggestions on something your colleague can do in the future to positively change the behavior they identified.

· Provide a rationale for your suggestions based on your experience and the Learning Resources for the week.

· 3 – 4 paragraphs

· No plagiarism

· APA citing




Legal compliance is when an organization honors and adheres to the rules, policies, regulations and laws that protect the company and the employees that work there. These laws regualtions and rules are designed to help the organization against law suites and fines but does not seem to work that way all the time as some organizations do not adhere to the laws, rules and regualtions that have been enforced by the state or federal government.  Legal compliance refers to the protected categories, which are race, gender, age, sexual orientation, disabilities and religion. Managing diversity is when you acknowledge that you have employees from different cultures, backgrounds and different walks of life but still treat each and everyone with dignity and respect and treat each one as a valued member of the team regardless of the protected categories. Some of the differences between legal compliance and management of diversity is that legal compliance is forced, mandatory and external, limitied to race, gender and ethnicity, short termand independent of other HR activities and company strategy. Managing diversity is long term, voluntary and internal, refers toall elements of diversity, create a culture that is fluid, adaptive and fully integrated with other HR activities and company strategies.

Generation in the workplace is when yu have different genrational eras working together in your organizations. You have your tradionalists who were born between 1928-1945, you have your baby boomers, who were born between 1946-1964, generation x, who were born between 1965-1980, and your genration y, who were born between 1981-2000, which are also know as the millennials. The traditionalists, if they are still living are not working anymore but yo do have all the other eras that are working together and it is hard for all to get along sometimes. The older generation is stuck in their ways and d o not like change and the younger generation know it all and do not want to listen to the older generation.



Good evening Class,

When it comes to Generations in the workplace, I have found that the five top generations are the Traditionalist, who were born prior to 1946, the baby boomers who were born after 1946 but prior to 1965, next is generation X which is after 1965 till 1976 which I fall personally as a GEN X, then the ever popular Millennials which is 1977 to 197 and then generation Y which is after 1997. In my opinion each generation has its own benefits and downfalls, for example the traditional have and old school way of thinking and can provide insight on the struggle s that a business may have when it comes to a potential downfall of the economy, however they may struggle with technology, whereas the millennials and Gen Y may be excellent with technology but may struggle with analog type business operations.

Having diversity training amongst the generations within the staffs can assist in my opinion with bridging this gap and can allow for collaboration between the masses. One of the things that can be discussed is to not dwell on the differences between the groups but work together to find common ground, in an effort to build collaborative relationships among all. This will allow the managers and supervisors the ability to observe and study his or her employees in an effort to build a dynamic and diverse team. Create opportunities for cross-generational mentoring. This can work both ways—don’t automatically assume that younger generations will be mentored by older generations.

All age groups have opportunities to learn from each other. Consider life paths. Understand where your employees are at in their life paths in terms of responsibilities and interests, they may have outside the workplace. But do not make assumptions. It is important to remember that employees, regardless of generation, share both commonalities and differences. As the workplace becomes more diverse, not only in terms of generation but also other attributes, it is important to take time to understand and provide opportunity for interaction with and between various groups.

The more we are able to understand each other, the better we are able to work together. When it comes to diversity and legal compliance, my best thoughts are you can understand that we are all different, have different ages, come from various backgrounds etc., and we need to appreciate that however, we cannot hold any of the above against them when it comes to their age, race, background etc. as it can result in legal issues.

What are your thoughts? I look forward to hearing your feedback on my post!

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